Learning and development is changing rapidly, which means training that worked a year ago—or even a month ago—may no longer be an effective solution. Gone are the days when the same training content could be assigned to every employee.  

Today, personalized and targeted learning programs are becoming the norm, offering a tailored approach that benefits both individual employees and your organization as a whole. 

Understanding the importance of personalized training and implementing a targeted L&D program is crucial for unlocking potential within your team. Keep reading to learn how you can maximize your business’s impact through your learning and development offerings. 

Boost engagement and retention with personalized learning paths 

Every employee brings a unique set of skills, knowledge, and learning preferences to your organization. When harnessed correctly, your workforce’s diverse talents can become your company's greatest asset. 

So how do you take advantage of the wide-ranging skills represented on your team? The answer is simple— play to your workforce’s strengths with personalized learning paths! 

Personalized learning ensures each employee's training is as relevant and effective as possible. By providing employees with custom learning content based on their current roles, career goals, and proficiency levels, organizations see dramatic increases in engagement and retention of information. This isn't surprising—after all, when training is relevant to employee needs, learners are more likely to be invested and apply what they've learned to their work. 

There are many different ways to personalize learning. For example, because we know that different generations have different learning preferences, you might provide a series of microlearning courses for younger employees and one longer course for older employees. You may also find courses available in multiple languages to make engagement easier for employees whose first language differs from the rest of your workforce. 

Research shows that employees are up to 60% more engaged when presented with personalized courses instead of standardized training. The benefits here are twofold: while employees are more likely to enjoy and engage with their learning experiences, your organization will benefit from a more knowledgeable and effective workforce. 

Take advantage of AI to align career goals with company needs 

Artificial intelligence is quickly becoming a key player in learning and development programs, and leveraging AI in L&D allows you to take customization to the next level.  

With AI-enhanced learning, algorithms analyze learners' interactions, performance, and preferences while using the platform or service to recommend content that not only closes skill gaps but also helps the employee make progress toward their personal and professional goals. 

Your options for AI tools are expanding every day. Go1’s AI-powered learning content, for example, enables personalized learning at scale by providing valuable insights and learning content that resonates with employees’ current roles and future aspirations. You might also consider using GenAI tools like ChatGPT or Gemini to help you conduct market research and analyze skill gaps, get recommendations for relevant courses to include in specific learning paths, and help your team quickly provide training to your workforce. 

Regardless of which AI tools you choose to use, the efficiency they’ll add to your workflow will help you deliver targeted content to your team and ensure each moment employees spend learning is as productive as possible. 

Address skill gaps through targeted training 

The rapid pace of technological and economic changes in our modern world means we’re continually becoming aware of new skill gaps. The good news is, targeted training initiatives can effectively combat this constant flux in necessary workforce skills and empower employees to master the competencies they need to expand and strengthen their skillset.  

By conducting thorough skills gap analyses, companies can pinpoint the exact areas that need development—whether technical skills, soft skills, leadership abilities, or industry-specific knowledge.  

Determining which skill gaps exist in your company doesn't need to be complicated. Simply review your business goals and consider what skills are needed to achieve those goals. Then, look at the skills your organization excels at and pinpoint where your team is lacking. You might do this by analyzing job descriptions for current and future roles to identify required skills or evaluating your LMS usage data to determine which skills employees are searching for and consuming 

Finally, develop tailored training programs to help employees learn the skills your organization needs to succeed. This will enable a workforce that isn’t just capable but is also agile and prepared to adapt to changing market demands. 

The results speak for themselves. Organizations that implement targeted training initiatives often report enhanced performance and productivity among employees and teams. By investing in targeted training today, you're setting your company up for a stronger tomorrow. 

Employees who recognize that their employer is investing in their personal growth naturally have increased job satisfaction and company loyalty. Training programs that directly benefit your workforce’s career advancement are clear indicators to employees that they are valued and appreciated for their individual contributions to the organization. 

As a result, personalized and relevant training positively impacts employee morale and productivity. Employees who receive targeted, role-specific training often report feeling more confident and motivated in their jobs, which translates to better performance. Additionally, this sense of fulfillment can reduce turnover rates, improve retention, and create a positive cycle of learning and development. 

The movement toward personalized and targeted training reflects a broader shift in workplace culture—one that values the individual, recognizes the diversity of skills and learning styles present in the workforce, and seeks to harness that diversity for the collective good of the organization. L&D professionals who grasp and implement these methods aren’t just teaching—they’re paving pathways for continued organizational growth. 

For businesses serious about increasing their impact, investment in personalized and targeted training isn't just a nice-to-have—it's a need-to-have.  

By focusing on the unique learning needs of individual employees, companies enhance their collective strength and prepare themselves for a continually shifting future. So, prioritize personalized learning to create a smarter, stronger, and more satisfied workforce that’s prepared to tackle whatever new challenges come your way.

For more insights, subscribe to the Go1 newsletter to stay on top of all the latest L&D trends. Or, you can book a demo today to discover how Go1 can help with your team’s learning needs. 

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Ditch the one-size-fits-all approach! Learn about the benefits of personalized learning paths, AI-powered recommendations, and targeted training initiatives that address specific skill gaps and unlock individual potential.

The power of personalized training for maximum impact

Recently, we went live on LinkedIn with our friends from Litmos to discuss Go1’s multigenerational learning report. The session was hosted by Liz Jukovsky from Litmos, who was joined by Litmos’ Chief Learning Officer Jill Stefaniak, and Go1’s Chief Customer Officer Dan Hayward. Their wide-ranging discussion covered everything from generational stereotypes to Gen AI and microlearning.  

To kick things off, Jill shared her initial impressions of the multigenerational learning report, emphasizing how much L&D has changed from when Baby Boomers entered the workforce — when things like offsite training universities were common — to the modern experience of Gen Z, where L&D is integrated into the flow of work.  

“When I read the report, one of my biggest takeaways from this is that it’s a good reminder that we have four different generations within our organizations right now that have experienced L&D in a variety of different ways,” she recalled.   

Dan adds to this, showing that despite L&D’s evolution over time, most people still relish the opportunity to learn alongside other generations. This variety of perspectives and experiences deepens learning, rather than detracting from it.  

“One of the most interesting findings was that, in terms of those different age groups, almost 50% said that they appreciated the opportunity to learn with other age groups and learn from other age groups. 

One of the key takeaways is that we really need to avoid some of the stereotypes in design and oversimplifications around bucketing and pigeonholing these generations,” he said.  

Ultimately, generational stereotypes can hinder successful, meaningful learning experiences and relationships. While some may say Baby Boomers are bad with technology or Gen Z has no drive to work hard, these are not inherently true statements, nor do they help our workforces come together. Instead, we should look to come together as a larger workforce that can bridge gaps and learn from one another.  

 Next, the conversation turned to mentorship and Generation Z (Gen Z). Jill noted there is a strong relationship between mentorship, informal learning, and succession planning, which was discussed in the report. 

Specifically, 40% of Gen Z respondents want more opportunities to prepare for the next phase of their careers. Jill points out that although Gen Z is extremely technologically savvy, it can be easy to forget they still require mentorship, support, and training like any other generation.  

Dan builds on this, explaining that many members of Gen Z don’t feel prepared for the workplace after graduating. In fact, 46% of employees believe that university or college failed to prepare them for their current jobs.   

“With regards to Gen Z, what stood out is how ill prepared that group feels for the workplace coming out of formal education,” he said.  

To overcome this challenge, Dan recommends businesses focus on more soft skills training, career mentorship and support, and thorough onboarding. To learn more, check out our article on the benefits of mentoring.  

Following this, the conversation moved on to one of the hottest topics in L&D right now: Gen AI.  

Jill shared her excitement that all generations were broadly receptive to AI — more than 60% of each generational cohort said they were open to using AI-generated learning materials or AI learning tools, like Go1 AI or Blinkist’s approach to AI Blinks. 

“One of the things that I was excited about with the report is that I didn’t see anything where there was too drastic of a response regarding the use of Generative AI,” she said  

“It looked like all the groups were interested in learning more and being able to leverage that to help with their learning solutions, so that was very exciting to see.” 

Taking this a step further, nearly a third of Gen Z respondents (31%) also said they saw generative AI tools like ChatGPT as the only tool they need for learning, while half said 

Gen AI will help them develop key skills more quickly.  

On a related point, Dan discussed the increasing popularity of micro-learning, which allows people to easily learn within the flow of their workday. Put simply, micro-learning means short training videos or other content, usually 3 minutes or less in duration.   

“A large number of respondents said that micro-learning and on-the-job learning were probably the top two things that their organization provided for them. So those sub-3 minute videos, the Millennial and Gen-Z ‘TikTok-based learning,’ was a preferred way of learning across all of our groups,” he shared.   

“Being able to access that learning at the point of need is a key thing for a lot of our learners and customers.” 

Jill expands on this, asking an important question: “how and where are consuming information?”  

“There’s a shift to prioritizing on-the-job training, so those micro-learning experiences are really helpful to learners, so they don’t have to worry about shutting everything down and having to go somewhere for training, they’re able to do it simultaneously while they’re completing specific tasks,” she adds.  

 Although ‘short videos’ was one of the most popular responses when people were asked how they like to learn, fewer than half of the surveyed companies offer this type of training content. So, to get a headstart on your competitors and engage employees (win-win!), consider investing in micro-learning.  

As the discussion started to wrap up, Jill and Dan shared their four key takeaways from the session:  

As a new generation enters the workforce, change is inevitable 

Shorter videos (micro-learning) are gaining prominence 

Artificial intelligence is here to help, not hinder 

The right types of learning are critical to employee engagement and retention 

Jill summarizes these points, leaving us with these pearls of wisdom: “It’s not just about presenting a variety of different training and different training formats, it’s [about] how do we help them see the relevance behind the training.” 

“Learning is looking a lot different these days than what it looked like 20 years ago, so when you start seeing things like podcasts becoming more popular, virtual lunch and learns becoming more popular, those are things we should be thinking about as L&D professionals, because we’ve got a lot of variety about how we can disseminate information to our workplace these days to keep them engaged,” she said.    

To learn more, check out the full Go1 Multigenerational Learning report here.  

Recently, we went live on LinkedIn with our friends from Litmos to discuss Go1’s multigenerational learning report. We'll recap this wide-ranging discussion.

Go1 x Litmos recap: understanding multigenerational learning and beyond  

When you picture the future, what do you see? Flying cars? Talking robots? Recently, we asked ourselves the same question and saw AI front and center. So, we created Go1 AI, a new curation resource specifically designed for our admin customers.  

Now, we want to share our vision with you, exploring how Go1 AI saves time and effort for L&D admins. Let’s take a detailed look at the key features, including advanced personalization, content recommendations, AI search, and even the ability to predict your learning needs before you know them. Don’t worry, we promise there’s no satellite out there actually reading your mind!  

If you haven’t already, check out our product announcement to set the scene, which introduces Go1 AI from a more technical perspective.  

Enabling personalized learning at scale 

When people discuss AI, they tend to focus on flashy features. "Hey look, this one passed the Turing test!” This makes sense — it’s an exciting, futuristic technology, after all. But at Go1, we see things differently. Fundamentally, AI is about data. While machine learning is becoming increasingly intelligent, AI is only as good as the data it’s fed. Why? A recent study by the USC Information Sciences Institute answers this question.  

Researchers analyzed two AI tools: one relatively popular (ConceptNET), the other smaller and more niche (GenericsKB). Their goal was simple: “see if their data was fair.” Unfortunately, they found that 3.4% (ConceptNET) to 38.6% (GenericsKB) of the data was biased. According to Ninareh Mehrabi, the study’s lead author, “some results were so shocking that we questioned putting them in our paper. It was that bad.” 

Accordingly, AI isn’t infallible. It can be as helpful or biased as the data it’s fed. This is why we trained Go1 AI on the world’s largest and most diverse learning dataset, utilizing information from 156 million yearly course completions, encompassing 130,000 data points from 250+ content providers in 48 languages. This way, you have peace of mind that Go1 AI’s recommendations are relevant and timely.  

Drawing on the world’s largest learning dataset doesn’t just provide peace of mind; it also allows us to deploy several exciting features. It’s a win-win!  

Our semantic search goes beyond basic keyword matching, instead focusing on the deeper meaning of your search queries. Go1 AI understands the context, intent, and relationships between words, leading to more relevant results.  

For example, when you ask a friend for restaurant recommendations, you wouldn't just say "food," you'd mention your favorite cuisine, budget, and dietary requirements. Similarly, Go1 AI’s semantic search takes the keywords, relevant secondary skills, and any other context you provide to deliver contextually relevant results that take your L&D search a step closer to your goal.  

Previously, if you wanted to check if a learning course was relevant for your employees, you had to sample it manually. Now, admins can quickly evaluate if content meets their needs by using Go1 AI to preview ratings, learning outcomes, course summaries, and skills covered, while also comparing similar courses. Think of the endless hours of curation you'll save!   

One of the best things about AI is that it’s never ‘complete.’ As the name suggests, artificial intelligence is continuously learning and evolving. Go1 AI is highly iterative, analyzing learning data in real-time to personalize recommendations, and it gets better with each customer that uses it.   

With our personalized playlists feature, this real-time analysis shines. Put simply, Go1 AI can produce personalized learning playlists for your whole team in seconds.  

Once upon a time (last week), L&D admins had to hand-curate personalized learning playlists. One-by-one. From scratch. For a team with disparate learning needs, this required hours of research and curation, plus an encyclopedic knowledge of your team’s needs. We don’t doubt your capabilities, but our rockstar product team wanted to make this process much faster and easier.  

Now, Go1 AI streamlines the curation process. L&D admins can generate personalized playlists based on their unique goals in seconds, making it highly scalable. Instead of manually creating playlists, Go1 AI searches our library of over 80,000 courses and curates relevant, personalized playlists in just a few clicks. Simply enter your learning goals, refine your parameters, and let Go1 AI do the rest.  

As Holger Seim, Chief Product Officer at Go1, put it, "having a vast library of learning content isn’t enough to engage learners in the workplace. L&D leaders need to surface the right content at the right time for each learner to achieve the best outcomes. By leveraging the wealth of data within our content library, Go1 is in the best position to provide smarter recommendations to L&D departments so they can build the most personalized and effective learning programs for their people." 

We know we said that Go1 AI can’t read your mind, but with some features, it might feel like it.  

We've upgraded our content tagging system by developing our own skill taxonomy. Put simply, that means we’ve grouped courses into sub-categories like “HR” or “Compliance” – like the tags you’d see when online shopping (i.e. “men’s activewear.”) A skills taxonomy is a fancy way of describing how we grouped these tagged skills into related ‘clusters’ (for a common example, see the OECD skills taxonomy). From there, we’ve tagged 98% of our library with relevant skills. In total, over 7,000 skills have been thoroughly mapped so far, and we hope to reach that 100% mark soon.   

What does this mean for admins? Simple: this vast map of skills is interlinked, meaning Go1 AI is constantly learning what skills and courses relate to each other. Go1 AI can break down learning concepts into skills and sub-skills, recognizing links between closely matched skills and recommending associated content, thereby predicting future learning needs. We hope you’re nerding out as much as we are over this! 

By achieving this level of granularity and detail, admins can find the best-matching results faster and more seamlessly.  

To provide more effective recommendations, Go1 AI takes a hybrid approach to searches, applying both lexical (matching words to words and synonyms) and semantic (understanding the underlying intent behind your search) matching.  

Lexical matching is the style of searching you’re probably used to. However, with semantic matching, it feels like Go1 AI knows what you want before you, as it understands your deeper intent. From there, it can suggest related content and surface the best-matched results. Types of searches you might want to try include:  

Topic-based searches, like “suggest content to improve decision-making.”   

Role-based searches, like “what should I learn as a sales manager?”   

Skill-based searches, like “what skills should I learn in product management?” 

Content intelligence adds science to the art of learning, helping admins make informed decisions to meet their L&D goals. To develop this, we use resources like quality scores, user feedback, consumption data, content metadata, and content transcripts.  

The bottom line? By harnessing our content intelligence, Go1 AI matches the right content to the right learning program, consistently recommending the most effective learning strategies for your team.   

Launching Go1 AI is only the first step of an exciting journey of improvements to make admin work more inspiring and fast-paced. Over the coming months, we’ll keep refining Go1 AI by deepening our content intelligence, improving discovery and curation tools, and adding more AI-powered capabilities. So, stay tuned for more announcements soon.  

Go1 AI features are now available for select customers and partners. To learn more, contact your Customer Success Manager. 

We'll detail how Go1 AI saves time and effort for L&D admins, analysing key features like advanced personalization, content recommendations, and AI search.

Introducing Gen AI: The future of personalized learning at Go1

In the past year, we’ve seen AI transform from a new phenomenon to a tool that’s becoming seamlessly integrated into our everyday lives. From powering chatbots to crafting personalized learning experiences, AI is rapidly transforming the landscape of learning and development. In fact, in 2023 we saw more than 8,000 enrollments in AI content! While we can’t predict the future of AI’s role in L&D, its potential to enhance learner engagement and boost team productivity is undeniable. 

The seemingly endless possibilities of AI have brought about excitement and enthusiasm, but the arrival of this new technology has also understandably stirred up some concern regarding its ethics. For example, machine learning algorithms rely on vast amounts of data to learn and improve over time.  

In the world of L&D, this might look like an AI-powered LMS collecting employee data to personalize their learning experience, which raises questions about how learner data is collected, used, and protected. 

This level of personalization is a positive use-case – it allows employees to quickly and easily find the right content for their goals, so they can spend less time searching for courses and more time learning. However, it’s important to be aware of AI’s ethical considerations to ensure it’s used responsibly. We’ve compiled some tips and insights to help you do just that. 


With GenAI tools like GPT-4 and Dall-E on the rise, it’s important to remember that these aren’t hands-off solutions to content creation. For example, if you prompt GPT-4 to create a learning strategy for you and then simply copy and paste the AI-generated text into your strategy, chances are, most readers are going to notice. It takes a real person to review the AI-written content for accuracy and brand voice alignment, and then make any needed changes. Sometimes many changes will be necessary to get it right and sometimes light edits will do, but regardless, it’s rare that AI will generate exactly what you need without any human involvement. 

Rather than using AI to replace human expertise, we suggest using it as a supplement to your or your team’s expertise. You’ll find that the combination of human proficiency and AI efficiency is where the real magic happens. 

Transparency in AI usage is crucial. According to a study by UKG, 78% of C-Suite leaders say their business is actively using AI, but 54% of employees have no idea how their company uses it. This knowledge gap can breed mistrust and uncertainty in the workforce, but the solution is simple. Of the survey participants, 75% said they would be more willing to embrace AI if their company was transparent about its AI use. The message is clear: when companies are honest about how they’re using AI, employees get on board. 

Conversely, employees need to be truthful about AI’s role in their work. In a survey by Fishbowl, 68% of professionals said their boss doesn’t know they’re using AI at work. Dishonesty about AI-generated content can be considered plagiarism, so be clear about how you’re using AI. Remember, transparency builds trust. 

AI data privacy and security is a hot topic these days. As an emerging technology, AI is complex, and its role in society is still being determined. Consequently, it’s continually being evaluated and regulated both locally and globally. To remain compliant, organizations and individuals alike need to stay current on new laws and requirements regarding AI, adjusting their usage and privacy policies accordingly. 

Be sure to check privacy policies associated with your learning and development programs, including policies from your LMS and your content provider. Find out if their products use AI, and if so, understand how they’re accessing and using learner data. Make sure your learners are also aware that these privacy policies are available to them and that they understand how to access them. 

AI algorithms are only as accurate as the data they're trained on. When faulty training data is used in machine learning, or the person training the AI consciously or unconsciously inserts their own prejudice into the data they use, the AI may produce incorrect or biased results. These results are commonly referred to as “hallucinations.” 

Additionally, “black box” artificial intelligence refers to AI that doesn’t allow users to see how it reaches its conclusions. We see point A (our prompt to the AI) and point B (the results the AI produces), but everything that happens in between is a mystery. Without knowing how the AI reached its conclusion, it can be difficult to understand whether the conclusion itself is biased. 

While mitigating bias within AI models themselves might be beyond your control, you can still take steps to ensure responsible AI usage. Along with reviewing the privacy policies for information on how they handle bias in AI, try reaching out to the organizations directly to get information about how they’re addressing bias in the R&D phase. When shopping for AI tools and L&D programs, look for those that prioritize fairness and transparency in their development and deployment. 


Equipping your team with the knowledge and skills they need to navigate the world of generative AI learning is crucial. The Go1 library offers a wealth of AI-related content, including courses on AI ethics, safety, and security. By investing in employee education, you can foster a culture of responsible AI usage and build trust in this transformative technology. 

So, you might be wondering – how is Go1 ensuring they’re using AI responsibly? 

First and foremost, we are committed to adhering to ethical standards and treating your personal information with respect. While we aim to continuously enhance our product to better meet customer needs, we won’t make changes at the expense of breaking trust. The following are some steps we’re taking to maintain integrity in our product with the introduction of AI features: 

Guidelines: We've created a set of guidelines that all AI products and features must adhere to. These guidelines ensure our AI products are built ethically and function responsibly. 

Development: We prioritize ethics in the development stage of AI products, and we promote transparency by openly communicating how we make decisions about our products. 

Security: All customer data is safely encoded. We don’t share your data with third parties or other Go1 customers, and we don’t use your training data or inputs to improve AI models. Data is hosted on Microsoft Azure and is not transferred to OpenAI. 

Bias: We prioritize fair outcomes for all users by actively working to identify biases in our AI models and creating feedback loops in the event of detected bias. 

Adaptation: We stay up to date on the latest ethical concerns regarding AI and we continually revisit and adapt our products accordingly. 

We believe trust and transparency are key to unlocking learning potential, and we’ll always prioritize customer safety and satisfaction. Learn more about how Go1 is using AI to enhance learning here.

The ethical implications of AI can be confusing, but we're here to demystify AI and help you take a responsible approach to AI usage.

Building trust and transparency in generative AI learning

In today's diverse work environment, learning and development teams face the challenging task of curating content that addresses skill gaps and aligns with organizational business goals. With fluctuating skill requirements across different teams and departments, as well as ever-changing business goals and objectives, the task of building a versatile, adaptable workforce through skill development has become increasingly complex and multifaceted.

Existing tools used by L&D teams often fall short of meeting employee needs for scalable and personalized learning programs. Navigating through these tools and features feels like searching for a needle in a haystack, compelling admins to resort to manual workflows. This results in countless hours and days spent on the painstaking task of identifying and preparing high-quality, relevant learning for learners. All the time spent on such repetitive work eventually detracts from some of the more strategic aspects of their jobs that link back to business goals.

That’s why today we are thrilled to announce Go1 AI, a new suite of AI-powered features and tools that transform the way L&D admins get their work done. With Go1 AI, admins can turbocharge content discovery, curation and selection, and delegate their most mundane tasks, exponentially increasing productivity and efficiency.

For some of the more strategic L&D initiatives – whether it's demonstrating high-quality content, providing region-specific training for a global workforce, fostering self-directed learning, or implementing organization-wide skill-based learning – think of Go1 AI as your intuitive colleague. It not only lays the foundation but also expedites your progress.

Discover relevant skill-based content, instantly

Finding relevant content starts with core search functionality. This typically involves traditional keyword-based search technology that focuses on specific words or phrases. However, they often fail to grasp the broader context and sentiment, leading to a tedious process of many steps to uncover content and verify associated skills.

Now, with AI-Enhanced Search, admins can go beyond matching keywords to receive more contextually relevant results and skills. As they search for content, Go1 AI immediately understands the underlying intent, adds suggestions, and surfaces the best-matched skill recommendations and content by mapping out the entire Go1 library, in seconds.

Alternatively, admins can go to our new AI Chat interface to select skills, receive content recommendations aligned with their unique needs, and start building a series of courses to directly import into a playlist or sync to their library, all within a streamlined workflow.

Sampling results before enrolling or assigning content is a standard practice for admins to be confident that they're delivering the best learning for their employees. Before the time of AI, admins were compelled to go through every single course and dedicate endless hours of manual work to validate quality and relevance.

Now, admins can quickly evaluate if a course meets their needs by previewing learning outcomes, course summaries, skills covered, and course ratings, and compare similar results with other relevant content across providers and formats.

Stitch together content into personalized playlists, effortlessly

If you want to organize, structure, and sequence content into personalized learning paths, Go1 makes the process significantly easier. Previously, this involved only relying on human intervention and guidance by Go1 Content Consultants to curate learning playlists.

With Go1 AI, L&D admins can soon generate new playlists based on their unique goals and parameters from scratch, with no human wait time. Instead of browsing the entire catalog and manually creating playlists, Go1 AI will curate highly relevant and personalized learning, in seconds, helping admins get a head start.

Built on the world’s largest and richest learning content dataset

We've quietly utilized the power of Large Language Models (LLMs) and AI to facilitate better decision-making behind the scenes — improving content classification and tagging, developing a skills taxonomy, breaking down learning concepts into relevant skills and content suggestions, enhancing content metadata, etc.

Now, with AI at the forefront of the admin experience, we’re enabling L&D teams to streamline how they search for skill-based content, receive recommendations, compare relevant courses with quality signals, curate tailored playlists, and gain insight into content retirements — all within a single product.

By leveraging unparalleled content intelligence from 130,000 learning courses and 250 content providers in 10+ formats and 48 languages, Go1 AI stands out for its ability to surface the right content for every employee. We believe that this level of granularity and consolidation will empower L&D admins and leaders to make more informed decisions and deliver personalized learning programs like never before.

We are just at the beginning of our AI journey at Go1, and we see limitless potential in how AI can shape the future of skill-building and learning. Over the coming months, we will continue deepening our content intelligence, improving our core discovery and curation tools, and adding new AI-powered capabilities, for best-in-class content to learner matching. Go1 AI is available to customers on a rolling basis, starting today. To learn more, visit our product page.

We're thrilled to announce Go1 AI, a new suite of AI-powered features and tools that transform the way L&D admins get their work done.

Introducing Go1 AI: Make All Learning Relevant and Personalized

We're thrilled to announce Go1 AI, a new suite of AI-powered features and tools that transform the way L&D admins get their work done. 

Happy New Year and welcome to 2024! January is a great time to start planning your learning initiatives for the year and we have you covered. Check out our new 2024 12 Months of Learning Calendar to build a learning program that will keep your employees engaged all year round. Plus, we'll take you through the best new and returning content providers on Go1 in January. 

What content providers should you check out this month?

Topic coverage: Sexual Harassment, Diversity, Equity, Inclusion (DEI), Belonging, Trust, Social Justice, Equal Employment, Unconscious Bias, HR Compliance, Health and Safety, People and Communication Skills

110+ courses in Premium ranging from 2-120 minutes in duration

Emtrain courses are available in 35+ languages (machine translated), with voice narration provided for 20 languages

Top courses: Preventing Workplace Harassment Unconscious Bias; Diversity and Inclusion; Global Data Privacy; Equal Employment Opportunity

Topic coverage: Leadership & Management, Personal Development, Diversity & Inclusion, Hybrid Teams, Problem Solving, Creativity, Innovation, Communication Skills, Managing Change, Influencing Skills, Finance, Performance Management

135+ courses in Premium, with a duration of 5-215 minutes

Top courses: Finance for non-finance managers- management accounting fluidbook, Diversity and inclusion fluidbook, Storytelling with data – Infographic, Managing v Leading fluidbook 

Topic coverage: Business Skills, Sales, Leadership, Teamwork, Software, Sustainability, DEI

1500+ courses in Premium, ranging from 20-70 minutes in duration

Top courses: Critical thinking; think harder and you'll get it right, Cultural Awareness: How to develop your cultural awareness and sensitivity, Gain customer loyalty by demonstrating excellence, How to make AI work for you: Write prompts that generate results 

What new content providers have been added to the Content Hub?

Topic coverage: Sexual Harassment, Diversity, Equity, Inclusion (DEI), Belonging, Unconscious Bias, HR Compliance, Health and Safety, People and Communication Skills

9 courses in Premium ranging from 30-120 minutes in duration

Top courses: Anti-Racism & Unconscious Bias for Workplaces, Eliminating Sexual Harassment: It’s Everyone’s Business, Eliminating Sexual Harassment: It’s Everyone’s Business (for California Supervisors), Eliminating Sexual Harassment: It’s Everyone’s Business (for California Employees), Eliminating Sexual Harassment: It’s Everyone’s Business (SHRM-CPD)

What great new content have our current content providers added to the Content Hub?

Packt added courses in English on topics such as Python, AWS, Machine Learning, Power BI, Blockchain, and more!

UL Solutions provided us with courses on Health and Safety and Industrial Skills in Japanese, Italian, Spanish, Korean, and Portuguese

Zenva added courses and videos in English on Web Development & Design, Data Scraping & Web Parsing, AI & Machine Learning, and Python Programming

For more insights, subscribe to the Go1 newsletter to stay on top of all the latest L&D trends. Or, you can book a demo today to find out how Go1 can help with your team’s learning needs. 

January is a great time to plan your learning initiatives! So, check out our new 2024 12 Months of Learning Calendar to build a learning program that will keep your employees engaged year-round. 

The Go1 Content Insider - January 2024 Edition

To say AI is a hot topic would be an understatement. No longer consigned to the margins of Sci-Fi, generative AI is now a reality, with many of us using tools like ChatGPT and Bard regularly. To contextualise AI’s rise, LinkedIn posts about generative AI have skyrocketed by 33x over the past year. Additionally, the Global Generative AI Market will grow 26x larger over the coming decade, reaching an estimated value of $1.3 trillion by 2032. 

Put simply, artificial intelligence has arrived. However, as technology evolves, AI’s influence will grow, forcing many businesses to adapt and evolve. The L&D industry is no exception. It’s no longer a question of whether AI will influence L&D, but how these influences manifest. 

So, what’s next? How will AI influence the future of L&D? To answer these questions, we’ll analyse the state of AI, before examining the benefits of AI for L&D and outlining Go1’s future AI plans.

After years of speculation featuring flying cars and robot apocalypses, the rise of generative AI was swift. It took ChatGPT just five days to clock one million users. AI is here and here to stay. So, let’s set the scene. 

A recent survey found that 48% of businesses have adopted “at least one AI-backed function or machine learning system.” More specifically, well over half of HR & L&D teams use AI for: 

Payroll processing & benefits administration

This is only the beginning, as surveys show almost all HR leaders intend to increase their AI usage within two years to avoid lagging behind competitors. 

In the immediate future, estimates suggest that 47% of LMS tools will be enabled by AI capabilities by the end of 2024. It’s no wonder industry expert Josh Bersin predicts that “AI (and generative AI in particular) is going to radically change the HR Tech landscape.”

To learn more, check out our blog on whether AI is really coming for your job. 

The benefits of AI for learning and development 

Whether you’re using AI to create content, engage employees, or automate tasks, there are many ways to leverage AI for learning and development. 

Forbes summarises potential uses for an AI-powered LMS, stating, “[It] can use learning algorithms to gather data and personalize the learning experience for users. AI can test a learner’s existing knowledge and adapt the learning journey to fit their individual needs. The pace, depth, and breadth of the content the learner consumes can be adjusted to their unique requirements. An AI-powered LMS can harvest data from all the learners using the system and then make the learning experience adaptive.”

Similarly, a survey of L&D professionals who have implemented AI tools found they were saving time and money, improving efficiency, personalising learning experiences faster than ever, and making more data-informed decisions. The benefits of AI adoption are driving business leaders to invest further in tooling, and we believe L&D professionals at all levels should do the same. Here’s why. 

AI tools can reduce the average time to produce an L&D training video by 62% — from 12.9 days to just 4.9 days. That’s right, AI can decrease video production time by more than a week! Saving time doesn’t mean compromising on quality, as 57% of teams also saw a positive impact on course completion rates.

If you’re creating a large volume of training videos, imagine how quickly those time savings would add up and what you can achieve with your extra free time. 

What’s better than saving time? Saving enough money that budget holders will thank you. Luckily, AI can save your business significantly when deployed correctly. On average, AI reduces hiring costs by 30% and increases revenue per employee by 4%. 

Further, organisations with AI-powered learning can expect to see a 10% increase in employee productivity and a 5% decrease in training costs. 

Improve efficiency, safety, and productivity

Speaking of productivity, artificial intelligence is known for its process-forward efficiency, and the numbers confirm it. Research shows that early adopters of AI technology in L&D have enjoyed an array of benefits, including: 

These numbers will likely increase over time as the technology evolves and companies optimise their AI usage.

AI is a game-changer for employee engagement, with research showing that AI-powered L&D can increase engagement by 20% and knowledge retention by 15%. This increase is significant, as knowledge retention is an ongoing dilemma. Our memories are unreliable, as is our ability to retain knowledge.

The Forgetting Curve (studied since 1885) suggests that learners forget approximately 50% of the information they’re shown within an hour, 70% within 24 hours, and 90% within a week. Therefore, a 15% boost in knowledge retention is massive, leading to better learning outcomes and more knowledgeable employees. After all, if you go through the effort of sourcing and sharing L&D content, you want employees to retain as much information as possible.

While these benefits are extensive, some workers still have reservations. After all, 87% of L&D professionals want the L&D content they consume to be created by a subject matter expert, whereas only 12% want it to be created by AI. 

These statistics send a clear message: most people want their training content to be created and presented by a human. Learners want AI to complement and enhance human L&D efforts, not replace them. 

As Training Magazine notes, “respondents are not opposed to L&D practitioners using AI technology to improve their efforts, but they still want humans to create, plan, and direct the activities.” 

Accordingly, AI can be highly beneficial throughout the content creation process — from summarising transcripts to tagging content and even creating images. However, most learners want AI to supplement, not supersede, human learning.

Ultimately, AI has many uses to complement and enhance L&D efforts, taking learning to the next level. 

Despite these benefits, cases of technological bias and inaccurate AI datasets are still common. That’s why at Go1, we firmly believe AI is only as good as the data it’s fed. So, what’s feeding our AI ambitions? We utilise data from 156 million yearly course completions, encompassing over 130,000 data points from 250+ content providers, to create personalised learning pathways. 

Go1 owns the world’s largest learning library. So, by leveraging data from our content and learners, we strive to enable best-in-class content-to-learner matching; consistently surfacing meaningful, accurate, and trustworthy results. 

AI is top of mind for Go1, and we look forward to delivering more on this topic very soon. We can’t wait to bring our customers and partners with us on this innovation journey, so stay tuned for what’s coming — maybe as soon as the end of the month!

How will AI influence the future of L&D? To answer this question, we’ll analyse the state of AI, before examining the benefits of AI for L&D.

How will AI influence the future of L&D?

Employee engagement and business growth go hand in hand. After all, engaged employees are more productive and profitable. Specifically, 21% more productive and 23% more profitable.

Inversely, disengaged employees are 18% less productive and 15% less profitable. These expenses add up quickly, particularly if employees are disengaged en masse.

So, the question becomes: how do you set employee engagement goals that lead to sustainable business growth? We’ll answer this question and others, analysing the relationship between engagement and growth, before offering three tips on setting engagement goals. 

The relationship between engagement and business growth

Employee engagement and business growth are fundamentally intertwined. Without one, it’s almost impossible for the other to thrive. To demonstrate this, 71% of executives say employee engagement is critical to their company’s success. 

Unfortunately, we can’t talk about engagement without talking about disengagement. According to Gallup's 2023 State of the Workplace report, disengagement is at a 9-year high: "[2022 showed] the lowest ratio of engaged-to-actively disengaged employees in the U.S. since 2013.”

How do you set employee engagement goals that lead to sustainable business growth? We’ll analyse the relationship between engagement and growth, before offering three tips on setting engagement goals.